While rural is synonymous with poverty in developing countries, it need not be so in the case of developed countries though disadvantages of being rural are universal throughout the world in respect of inaccessibility of health services in rural areas and shortage of rural nurses. Scharff (1998, p 21) says that”….being rural means being a long way from anywhere and pretty close to no where”. It is a universal phenomenon that nurses are in short supply regardless of being a developed or a developing country. Nurses are difficult to be retained even in urban areas. As such, nurses and nursing services in rural areas are even more problematic. In the first place, nursing is an occupation of sacrifice in that the nurses have to take care of the patients who must be made to feel at home while they are in the hospital. Nurses are therefore expected to be compassionate and loving their fellow human beings while in distress and this should come from a person naturally who can be called a prospective nurse. Recruitment of nurses right from their nursing education need to be carefully planned by selecting the right candidates for the profession so that they do not find themselves misfit in the mid-path of their career. Assuming that all the nurses are rightly recruited and only the nurses of right aptitude are serving in the profession, there are still problems in their recruitment and retention attributable to the rurality of the areas of their service and inadequate policies of a country’s Government. And these are the aspects that this research aims to go into with reference to the position obtaining in the U.K. Preliminary search in the literature shows that the there are no dedicated studies available pertaining to the U.K’s rural nursing and retention. The available ones deal with the broad category of rural health aspects wherein the nurses are mentioned along side the General practitioners, Pharmacists and allied
Hence, the meaning of rural should be examined before going into the aspects of rural nursing. There is no single definition of rural which can mean differently in each group of countries if not individual countries. Thus,…
This study will attempt to show a relationship of cause and effect to investigate whether this link exists. Based on a correlation model, Riggleman et al Horizontal violence measuring tool will be used to evaluate perceptions of horizontal violence which is then correlated with medical-surgical unit retention data from the human resource department of a hospital.
Introduction 1.1 The nature of the problem Nurses play one of the most significant roles in the National Health Service and society as a whole. About 25% of the NHS’ annual budget for employment is normally allotted for nurses who represent 50% of health service workers.
According to The scope of the nursing practice is very extensive for the most part. It covers independent nursing care to assistance rendered to other health professionals in the care of the patient. The paper the nursing practice is based on standards of the medical practice which fit the different qualities and trainings within the profession. In the Australian rural and remote setting, the implementation of the appropriate standards of nursing care and practice may be on a wider scale and on a different level of implementation.
Therefore, employees play a very vital role in building the position and reputation of an organization in the market among others. Thus, the employees need to be managed and trained in such a way so as to retain them for longer period of time in order to improve the brand value and equity among other contenders.
Many of those management methods have been used in practice for years and have demonstrated both strengths and weaknesses. Performance Management combines the strengths of the various management methods and attempts to offset their weaknesses. An important feature of Performance Management is how it involves all parts of the organisation with the purpose of gaining oversight.
Organizations are overseeing the business functions such as hiring, training, conducting interviews, relaying of company related business trends and issues and employees benefits etc. This type of thinking is oriented among professionals because they want that the company they are working with, able to stay on top despite of existing competition against companies who compete with the same product or services a certain company caters to.
work in have its own set of standard and organizational culture, the Mayo Clinic (2011) observes that nursing orientation “is a comprehensive, interactive program designed to help new nursing professionals develop skills required to deliver and maintain high-quality patient
Recruitment and retention of the health care workforce are characterized by a combination of complex and time-demanding activities that occur concurrently. Lack of retention efforts increases the risk of losing experienced employees and the quality
ionals, salary inequities and lifestyle issues are some of the factors these professionals consider in terms of their choice of location and specialty (Levkoff, 2000).
The organization under study is “Texas Health Organization for Physicians” (Feldman, 2003). Texas has
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